PERFORMANCE APPRAISAL FORMS

A STEP BY STEP OVERVIEW

Performance appraisals are a formal, written means of evaluating AMP and SP employees and are the final step in the Performance Management process.  AMP appraisals are completed in a narrative format and include an appraisal rating recorded on the AMP Appraisal Cover Sheet; SP appraisals are completed on an SP Performance Appraisal form with a defined format.  Each appraisal covers a specific period of time.   A performance appraisal is a permanent document kept in the employee’s personnel file.

ADMINISTRATIVE, MANAGERIAL & PROFESSIONAL (AMP) APPRAISALS

The employee’s first annual appraisal will be due one year from his or her first day of regular employment at the University. All subsequent appraisals will be due one year from the date of the previous appraisal.  After the supervisor has written the narrative appraisal and has attached it to the AMP Appraisal Cover Sheet, it is sent to Human Resources.

Guidelines to complete an AMP appraisal:

·    Each performance appraisal shall be completed in narrative form by the supervisor to whom the staff members reports.

·    Each staff member to be appraised shall be required to submit to the supervisor a statement of accomplishments completed during the appraisal period.

·    Each performance appraisal shall cover the employee’s performance during the announced appraisal period and shall address each of the following areas:

• How effectively the employee fulfilled the duties and responsibilities.

• Progress made toward previously agreed-upon goals and objectives.

• Comments regarding special accomplishments occurring during the appraisal period.

• Whether any deficiencies occurred and, if so, corrective action needed.

• Goals for the coming year.        

·    Employees have the opportunity to add comments at the time that they receive their appraisal.

·    If the rating is determined to be "Needs Improvement" or “Below Standards,” contact Employee Relations at 7-3072 before completing the appraisal.

SUPPORT PERSONNEL (SP) APPRAISALS

Support Personnel (SP) appraisals are completed on the SP Performance Appraisal form.

The Probationary Period covers the first six months of employment for Support Personnel at Florida Atlantic University. However, employees filling positions in Law Enforcement classifications have a probationary period of one year.

Support Personnel (SP) employees will receive a Probationary Appraisal at the completion of the probationary period.  Probationary appraisals are due to Human Resources on or before the end of the probationary period.  Probationary periods can be extended beyond the end date up to a period of six months; however the probationary period may not exceed one year.  Supervisors must contact Human Resources at 7-2554, prior to the end of the probationary period, to discuss the extension and complete the necessary paperwork.

The employee’s first annual appraisal will be due one year from his or her first day of regular employment at the University. All subsequent appraisals will be due one year from the date of the previous appraisal. 

Employees have the opportunity to add comments at the time that they receive their appraisal.

If the appraisal is determined to be "Needs Improvement" or “Below Standards,” contact Employee Relations at 7-3072 before completing the appraisal.

Guidelines to complete an SP appraisal:

Critical Elements

Critical Elements are those tasks which the supervisor determined were most important to the overall job performance during the appraisal period.

This section is not intended to be a copy of the position description.  Often the tasks listed on the position description are very broad and general and may include something such as: “Other duties as assigned”.  Rather than just rewriting what is on the Position Description, you should use it as a guide, but focus on the five specific tasks you felt were most significant during this appraisal period.

It is important to remember that the performance appraisal reflects this appraisal period and it is not a generic version that can be used year after year.

Performance Factors

Performance Factors describe how the employee accomplished his or her work. In some cases, the performance factors listed may not be relevant to the employee’s position, and in that case you can mark the rating as N/A

RATINGS

• Outstanding – Performance that is characterized by exceptional accomplishments throughout the rating period and/or performance that is considerably and consistently at a significantly higher level than the established standards.

• Exceeds – Performance that, for the majority of the rating period, is of a level higher than the established standards of the position

• Achieves – Performance that successfully accomplishes the established standards of the position

• Needs Improvement – Performanc e that needs improvement in some aspects of the established standards of the position

• Below Standards – Performance that is substandard or incompetent throughout the majority of the rating period and that fails to meet the established standards of the position.